Painless Performance Appraisals

Introduction Introduce yourself to the others at your table and include a story about being on the business end of a performance appraisal. My story

Painless Performance Appraisals What’s on your plate?

Painless Performance Appraisals First Performance Appraisals Educational Opportunity? What we don’t have: Consequences Compensation Promotion Decisions Ability to Observe behavior Work as a Priority What we do have Coaching Feedback Legal Documentation

Painless Performance Appraisals Question for the Group What Can We do to Make their First Performance Appraisal Meaningful and useful to their future?

Painless Performance Appraisals Fairness? Five Factors that Affect Perception of Fairness Getting input prior to the evaluation and using it Two-way communication during interview Ability to challenge evaluations Rater familiarity with employee’s work Consistent application of standards

Painless Performance Appraisals Question for the Group The Form Do you use the form or use your own form? What do you like about the form/your form? How can we change the form to make it work better for you? These are the performance criteria we measure: Quality, Quantity, Job Knowledge, Reliability, Communication, Leadership, Professionalism, Teamwork. Are these good and do we need more or fewer?

Painless Performance Appraisals Question for the Group Feedback “Most people don’t like feedback. They don’t like to give it or receive it.” Is this true? Why? Ideas for giving negative feedback. Performance feedback: Appraisal vs. Ongoing Does performance feedback often put stress on the relationship? Can we avoid it?

Painless Performance Appraisals Feedback Guidelines Observations (shared) Assessments (subjective unless specific) Consequences (new assignments) Development (driven by student employee)

Painless Performance Appraisals Ongoing Feedback Advice Link Performance to Academic calendar Conduct mid-year review Translate our qualities (Quality, Quantity, Job Knowledge, Reliability, Communication, Leadership, Professionalism, Teamwork) into specific parts of the job Set developmental goals Don’t get bogged down in paperwork

Painless Performance Appraisals Question for the Group Do No Harm: How can we make sure the performance appraisal doesn’t actually hurt performance in the long run?

Painless Performance Appraisals Preserving Personal Relationships Keep things flexible (manager’s discretion) Value relationships over statistics and metrics Do an emotional analysis of the performance criteria Sense of humor

Painless Performance Appraisals Thanks for your time. We can keep the conversation going on the SELT Discussion Board topics.html Let us know how you’d like to receive the evaluation.